The Great ‘HR’ Escape: Breaking Free from the Tech Labyrinth
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The Great ‘HR’ Escape: Breaking Free from the Tech Labyrinth

My experience of buried beneath the layers of HR tech embolden the realization that glittering artificial intelligent (AI) platforms and mountains of data can't replace the human touch. My journey through recruitment, social media and HR tech related roles has made me realize that it's high time to find the lost "HR" in this maze of technology. We have witnessed the industry evolve from paper files to generative AI powered platforms. The promise of HR technology is vast, efficiency, data-driven decisions and a happier, more engaged workforce. Yet as we stand amidst this technological jungle, I can't help but feel a growing unease. Are we in our blind pursuit and more so in FOMO (fear of missing out) of digital bells and whistles, losing sight of the human element that defines HR?

Let's be clear, HR tech has delivered undeniable benefits. Automation has streamlined routine tasks, freeing HR professionals to focus on strategic initiatives. Data analytics provide insights that helps in talent acquisition, better performance management and deliver personalized employee experiences. Yet researches increasingly paints a concerning picture on this subject such as two recent study given below-

  • A 2023 Gartner study found that 70% of HR leaders struggle to demonstrate the ROI of their technology investments.

  • Josh Bersin's research suggests that only 25% of HR tech implementations are successful, with the remaining 75% suffering from poor adoption and limited impact.

Why this disconnect? Here are some of my thoughts on this subject

1. Technology obsession- We are seduced by the shiny new tools, neglecting the crucial groundwork of defining our HR process, strategy and aligning technology with it. We implement solutions for the sake of implementation, not for the specific needs of our function, workforce and organization.

2. Human disconnect- Chasing efficiency, we forget that HR at its core is about people. We want 100% automated recruitment tools without considering the importance of human connection in candidate sourcing and selection. We get lost in data, dashboards, neglecting the value of in-person conversations with candidates/employees.

3. Implementation pitfalls-

  • HR Tech proliferation breeds indecision- With multiple vendors offering competing HR module solutions, it's easy to get caught in a comparison loop. Each team viewing through their specific lens, might advocate for their preferred solution, hindering consensus and delaying crucial decisions and creating divided house.

  • Change management pitfalls- Successful platform rollouts hinge on robust change management strategies. Comprehensive training, proactive communication and ongoing support empower employees to embrace the new technology. Ability to achieve integrated tech stacks, seamlessly linked, optimize data flows and streamline processes is perennial issue.

So, what's the solution? It's not about abandoning technology but about finding answers with-in the function first . Here's my take on pieces of this HR tech puzzle -

  1. Human centered approach- Align your HR strategy, processes and technology choices with empowering employees, improving communication, and fostering positive experiences. Tech should be treated just as to augment effort and not replace the accountability on respective HR teams.

  2. Collaborative process- Define a robust strategy first, prioritize solutions that has been accepted by extended teams and build trust through open communication. Be patient, work together towards common goal and avoid mid-course changes and silo decisions that may impact overall agenda.

  3. Embrace data- but lets not worship it, data is a powerful tool, but it shouldn't replace human judgment and empathy. Use data to inform decisions, not dictate them.

  4. Invest in change management- Technology is not a magic bullet. Prepare your leaders, workforce and user groups for the change, provide comprehensive training, and offer ongoing support.

  5. Break down silos and get top down buy-in-  While some software vendors might claim a single solution for all HR needs, embracing a multi-tool ecosystem is often the reality. The key is to ensure these tools integrate seamlessly, enabling smooth data flow and collaboration, rather than creating isolated silos. The true test of a multi-tool HR ecosystem lies in data integration. If information doesn't flow seamlessly between platforms, it undermines collaboration and creates inefficiencies.

Remember, technology is a tool, not a savior. It's up to us, the HR professionals, to wield it wisely, with a clear focus on the human experience. Only then can we navigate the labyrinth of HR tech and emerge with a workforce that is not just efficient but truly empowered and engaged.

As HR professionals we must continue to learn, adapt and ask ourselves, are we using technology to serve our people or are we serving the technology? Only by prioritizing the human element can we truly unlock the potential of HR technology and build the workplaces of the future.

Let's reclaim the #human in HR, together.

Pramod Chaganti

Helping companies with the art and tech of Employer Branding

11mo

Great one Vikas Singh Baghel. Along with what HR and TA can achieve with HR tech and more importantly to get away from doing tech for the sake of tech (or FOMO), one additional pointer could be to see the overall quantifiable impact HR tech has on the business beyond HR and TA. Sent you a document on DM. You might find it interesting. Cheers.

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Saloni Mishra

Aspiring HR Professional | Former MT-HRBP at Tata Croma |

11mo

Your perspective underscores the crucial role of technology as an enabler or catalyst rather than a substitute for human abilities. You draw attention to a noteworthy shift in trust dynamics, acknowledging the value of human experience alongside data, signalling a departure from the previous emphasis on prioritizing data over human qualities. This evolving mindset is contributing positively to various aspects of health. Your insights on change management, aligned with Kurt Lewin's theory, stress the importance of preparation and support for successful adoption. Additionally, your recommendation to promote data use for informed decisions, not dictation, reflects a deliberate and considerate integration of technology into decision-making processes. Overall, your viewpoint captures the intricate relationship between technology, human values, and the evolving landscape of our practices and beliefs.

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Veenakshi Sharma

Product Manager at Accenture || HR Transformation || Recruitment HR Technology || Change Management || Ex - HCL, Ex- KPMG

11mo

I completely resonate with all the aspects you have covered in this piece Vikas. Well articulated!! 😊

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GAURAV KUMAR RIKHI

How Generative AI implement in HCM / RAG/Transition & Transformation/Implementation / Success factor HCL Technologies / INDIABULLS / IndusInd / Hays / Genpact / Citi / Hewitt

11mo
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